Wrongful Termination Attorney in Boston, MA
Serving Boston’s Financial District, Back Bay, Seaport, Cambridge & Greater Boston
You were fired, and something about it doesn’t add up. The timing is suspicious. The reason they gave doesn’t match your performance record. You raised a concern two weeks ago and now you’re out. Or you were the oldest person on your team and the only one let go. Massachusetts is an at-will employment state, which means most employers will tell you they can fire anyone for any reason. That’s partially true, but at-will doesn’t mean anything goes. Employers in Boston cannot terminate employees for discriminatory reasons, in retaliation for protected activity, in violation of a contract, or in breach of public policy. Whitney Law Group evaluates wrongful termination claims quickly and tells you candidly what you have, what it’s worth, and what your options are, including whether a negotiated severance, an MCAD charge, or litigation is the right path. Schedule a free consultation.
Why Boston Employees Choose Whitney Law Group for Wrongful Termination
Mark Whitney’s 30+ years of management-side experience means he has evaluated wrongful termination claims from the employer’s perspective hundreds of times, assessing which cases have merit, which have leverage even without merit, and which the employer will defend to the end. That same analysis now works for you. He knows how HR departments build termination documentation, what a defense counsel will look for when evaluating your case, and where the weaknesses in an employer’s position typically appear.
Whitney Law Group represents both employees and employers in wrongful termination disputes, which gives every client a complete picture of how the case looks from both sides of the table. AV Preeminent rated. 2025 Massachusetts Super Lawyer. Boston Magazine Top Lawyer in Employment Law. Located at 201 Washington Street, Financial District.
What Wrongful Termination Representation Includes in Boston
Whitney Law Group handles the full range of wrongful termination matters for Boston-area clients:
- Case evaluation – candid assessment of whether the termination is actionable and what the realistic value of a claim is
- Discrimination-based termination – age, disability, gender, race, pregnancy, sexual orientation, national origin, and other protected categories under Chapter 151B and federal law
- Retaliation claims – termination following a complaint of discrimination or harassment, whistleblower activity, FMLA leave, workers’ comp claim, or wage complaint
- Contract-based claims – termination in violation of an employment agreement, offer letter, or implied contract
- MCAD and EEOC filings – preparing and filing agency charges within the applicable deadlines (300 days for Massachusetts discrimination claims)
- Severance negotiation – using the leverage created by a potential legal claim to negotiate a significantly better separation package
- Litigation – state and federal court representation when negotiation is not possible or not adequate
Client Reviews: Wrongful Termination, Boston
“After understanding my situation, Mark got into several negotiations with my former employer. He's very conscientious and cares about my benefits. It was a difficult negotiation process because my former employer was not cooperative. Mark gave the other side's lawyer our best reasoning and what normal companies would do for my situation, but my employer let their ego get in the way — instead of doing the right thing to investigate, they terminated the good person and wanted to pay a small fee to let me go quietly. Knowing that it had been retaliation, I consulted 4 attorneys in New Hampshire, including some well known ones. They were all unwilling to represent me, but Mark stood up after hearing my story and knew that I could get better than what was offered. Through his work in the end I gained a substantial amount extra pay.”
CLIENT NAME WITHHELD
HR Executive
“Mark and his firm helped me receive a very favorable outcome with my employment issue. They were extremely responsive and it was clear that they always had my best interest in mind during the process. It was clear that they had my back. I highly recommend Mark and his team!”
ROBERT GREEBAUM
Marketing Executive
FAQ: Wrongful Termination in Boston, MA
Q: Massachusetts is at-will. Does that mean I can’t sue for wrongful termination?
No. At-will employment means your employer doesn’t need a reason to fire you, but it doesn’t give them the right to fire you for an illegal reason. Illegal reasons include: discrimination based on a protected characteristic (age, disability, gender, race, pregnancy, sexual orientation, and others under Massachusetts Chapter 151B); retaliation for engaging in protected activity such as filing a complaint, taking FMLA leave, or blowing the whistle on illegal conduct; violation of a written or implied employment contract; and violation of public policy. Even in at-will employment, these protections apply to every Boston employee.
Q: I think I was fired because of my age. What do I need to prove?
Age discrimination claims under Massachusetts Chapter 151B (which covers employees 40 and older) and the federal ADEA require you to show that your age was a motivating factor in the termination decision. You don’t need a smoking gun; circumstantial evidence is often sufficient: comments about retirement, being replaced by significantly younger employees, differential treatment of older versus younger workers, or suspicious timing. Critical deadline: you must file with the MCAD within 300 days of the termination. Missing this deadline can permanently bar your claim. Call Whitney Law Group the day you are terminated.
Q: My employer said I was let go in a “reduction in force.” Can I still have a wrongful termination claim?
Yes. RIFs are a common way employers disguise discriminatory or retaliatory terminations. Key questions: Were you the only person in your group let go? Were those retained significantly younger, of a different demographic, or did they lack your protected characteristic? Did you recently complain about discrimination or harassment, take FMLA leave, or engage in other protected activity? Did the stated business reason for the RIF hold up, or were similar positions created or filled shortly after? Whitney Law Group analyzes RIF terminations carefully and knows where the patterns that support discrimination claims most often appear.
Schedule Your Free Consultation Today.
Don’t navigate workplace disputes alone. Contact Whitney Law Group’s Boston employment lawyers for a free, confidential consultation about your wrongful termination employment rights, options, and next steps.